Army Alternative Dispute Resolution. ADR Program Office Office of the General Counsel

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1 Army Alternative Dispute Resolution ADR Program Office Office of the General Counsel

2 Overview ADR Definition and place in the dispute resolution spectrum Major ADR authorities of interest to practitioners Army ADR policy and program goals

3 ADR Definition Any procedure that is used to resolve issues in controversy, including, but not limited to, conciliation, facilitation, mediation, factfinding, minitrials, arbitration, and the use of ombuds, or any combination thereof. --Administrative Dispute Resolution Act of 1996

4 The Dispute Resolution Spectrum D i s p u t e A v o i d a n c e NEGOTIATION ALTERNATIVE DISPUTE RESOLUTION LITIGATION Unassisted Negotiations Traditional Settlement Negotiations Process Assistance Conciliation Facilitation Mediation Ombuds Non-binding Processes Outcome Prediction Early Neutral Evaluation Fact-Finding Non-binding Arbitration Mini-Trial Settlement Judge Private Litigation Binding Arbitration Summary Trial with Binding Decision Public Litigation Administrative Boards (EEOC, MSPB, FLRA, ASBCA) Judicial Forums (Federal Courts) Binding Processes Parties Control 3d-Party

5 Administrative Dispute Resolution Act of 1996 (ADRA) Section 3 of the ADRA requires federal agencies to: Adopt policies addressing the use of ADR as a means of dispute resolution for all administrative programs Designate a senior agency official to be the agency Dispute Resolution Specialist Provide agency staff training in ADR and negotiation techniques

6 ADRA of 1996 Authorizes the use of federal employees as neutrals Provides that ADR is supplementary to other dispute resolution procedures Extends confidentiality protection to certain dispute resolution communications Establishes authority and procedures for agencies to agree to use binding arbitration Calls for the establishment of an interagency committee to facilitate and encourage use of ADR Gives circumstances where agency should consider not using ADR to resolve a dispute

7 Army ADR Policy

8 Army ADR Policy Encourage use of ADR whenever appropriate to resolve disputes at the earliest stage feasible, by the fastest and least expensive method possible, and at the lowest possible organizational level Train Army personnel in ADR and ADR techniques Consider use of ADR in each case Principal Deputy General Counsel is Army Dispute Resolution Specialist (ADRS) Coordination with stakeholders to establish and implement Army ADR program

9 ADR Policy in EEO Complaints DoD and Army policy: ADR should be used to the maximum extent practicable and appropriate, by the least expensive means possible, at the lowest possible organizational level EEOC policy: Agencies must make ADR available at both the informal precomplaint stage and the formal complaint stage ADR must be: Voluntary Neutral Confidential Enforceable ADR is appropriate to resolve most, but not all, disputes Mediation is the most common ADR process for EEO cases

10 Army ADR Program Goals Promote identification and resolution of issues in controversy as early and as inexpensively as possible, at the lowest possible organizational level Develop and deploy Army mediation, negotiation, and other dispute-resolution training programs Support and assist Army components and activities to build and maintain effective conflict management and dispute resolution capabilities Training & mentoring Third-party neutral support Provide policy and guidance as necessary in support of Army ADR program goals

11 ADR: A Business Approach to a Business Problem Most workplace disputes (e.g., EEO complaints, grievances) are business, not legal, problems Most EEO complaints don t result in a finding of discrimination Fiscal Year 2012 (most recent data): 15,706 formal complaints were closed (Government-wide) 6,758 merit decisions were issued (Government-wide) Total findings of discrimination: 214 (3.1%) Previous years: 2009 (2.9%); 2010 (3.3%); 2011 (3.0%) Many do allege legitimate workplace issues Poor communication, personality conflicts, bad management practices, weak leadership, BULLYING Investigate the facts, discuss with counsel, supervisory chain and EEO officer as to how best to resolve the issue

12 Good Cases for ADR Relationship between the parties is important Case involves no unique questions of law Unassisted negotiations aren t going anywhere Confidentiality is desired Parties want resolution sooner than later Parties want control over process and outcome Parties need a reality check Emotions are running high Transaction costs exceed likely case value

13 Bad Cases for ADR Authoritative decision is needed for precedent Public record of proceedings is needed Case significantly affects non-parties ADR would undermine development or consistent application of Government policy Case involves significant issues of criminal misconduct, fraud waste or abuse, or threats to health or safety Significant operational limitations make ADR impossible or impractical

14 Army ADR Workplace EEO complaints Non-EEO (grievances, labor-management) Acquisition AFARS Part ASBCA (appeals) Environmental Environmental Collaboration and Conflict Resolution (ECCR) Army Corps of Engineers IWR Other disputes that can be resolved informally

15 How to Reach Us Department of the Army, Office of the Army General Counsel, ADR Program Office, Pentagon, Room 1E1062 Telephone: (DSN 224) Mailing Address: SA-GC, ADR Program Office, 104 Army Pentagon, Washington DC Organizational mailbox:

16 Army ADR Website:

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